1. Chapter 3
Needs Assessment

2. Introduction Chapter 3 Chapter 3 Needs Assessment:
The process of determining learning needs and
opportunities and whether training is the
appropriate solution.

3. Introduction Chapter 3 Pressure Points:
Things that indicate training is necessary.
These “red flags” include:
performance problems
new technology
job redesign
new legislation
new products
skill deficiencies

4. Introduction Chapter 3 Pressure Points:
Performance = Ability x Motivation
How difficult are the tasks being assigned.
How capable is the individual.
How hard is the person trying to succeed.
How much improvement is being made.

5. Introduction Chapter 3 Three Levels of Analysis:
Organizational Analysis
Person Analysis
Task Analysis

6. Introduction Chapter 3 Organizational Analysis:
Determining the appropriateness of training,
given the company’s business strategy,
resources, and managerial and peer support
for training.

7. Introduction Chapter 3 Person Analysis: Determines - -
whether deficiencies are due to a lack of
knowledge, skills, abilities; problems with
motivation; or work design
who needs training
employee’s readiness for training

8. Introduction Chapter 3 Task Analysis:
Identifying the important tasks performed
as well as the knowledge, skills, and behaviors
that are required to perform those tasks.

9. Methods used in Needs Assessment
Chapter 3
Methods used in Needs Assessment
Observation:
Involves analyzing employee’s job performance
by watching them directly.

10. Methods used in Needs Assessment
Chapter 3
Methods used in Needs Assessment
Questionnaires:
Instrument that asks employees questions
about their work, coworkers, and work
environment.

11. Methods used in Needs Assessment
Chapter 3
Methods used in Needs Assessment
Technical Manuals, Printed Materials & Records:
Printed materials about company performance,
technology, tasks, and business environment
that can be used for needs assessment.

12. Methods used in Needs Assessment
Chapter 3
Methods used in Needs Assessment
Interviewing:
Asking questions face-to-face to gather data.
Usually done one-on-one but can be done in
groups.

13. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Organizational Analysis:
There are three factors to consider - -
Company’s strategic direction
Support of key Managers and Peers
Resources available for training

14. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Organizational Analysis:
Company’s Strategic Direction - -
Influences training to the extent that, in
companies where training plays a significant
strategic role, more money is invested in training
and the training function more likely to be
structured like a Corporate University or VTO.

15. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Organizational Analysis:
Support of Key Managers and Peers - -
Mgrs and peers must have a positive attitude
about participation
Mgrs and peers must use new skill, behaviors
and knowledge back on the job.

16. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Organizational Analysis:
Resources Available for Training - -
Includes money, time and expertise allocated
for training by the organization.
“In-house” vs. consultant/purchased options

17. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Person Analysis:
Identifies who needs training by examining
whether current and expected performance
match.

18. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Person Analysis:
Readiness for training - whether the employee
can and wants to learn, the environment will
maximize learning, & performance improvement
needs are indicated.

19. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Person Analysis:
A person’s motivation to learn will be impacted
by the following factors:
Person characteristics
Input - instruction & resources provided
Output - the job’s performance standards
Consequences - incentives for performance
Feedback

20. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Person Analysis:
To determine if training is the best solution - -
Is it a training problem, or a performance
problem?

21. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Task Analysis:
Develop a description of the tasks performed on
a job as well as the knowledge, skills,
and abilities required to perform the job.

22. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Task Analysis:
Knowledge = facts, figures and procedures
Skill = competency to perform a task
Ability = physical and mental capacities req’d.
Other considerations include equipment,
environment, performance standards, safety,
and time.

23. The Needs Assessment Process
Chapter 3
The Needs Assessment Process
Task Analysis:
Four steps - -
1. Select job(s) to be analyzed
2. Develop preliminary list of tasks performed
3. SME’s validate and confirm task list
4. Identify knowledge, skills, and abilities

24. Needs Assessment Practice
Chapter 3
Needs Assessment Practice
After watching the following clip, you will:
Task Analysis –
Make a list of the specific tasks performed
Make a list of KSAs for each task
Person Analysis –
Expected performance level for each task
Rank if employee fails/meets/exceeds level
Analyze employee’s motivation

25. Needs Assessment Practice
Chapter 3
Needs Assessment Practice